Assessments help build a succession pipeline to ensure vacancies are filled with minimal business disruption. Flawed assessment criteria can waste up to 85% of development resources on the wrong people.
Hiring and Promotion
The cost of replacing an employee can range from 100-300% of their salary, making selection decisions critically important. Assessments help you choose candidates with the strongest potential to succeed and fit your culture.
Merger and Acquisition Integration
When companies integrate, they must evaluate existing leaders to select the next leadership team and fill key positions. Effective assessment leads to better decisions and improves buy-in for change initiatives.
When assuming ownership of a portfolio company, you need the right leaders with the right skills in place to meet your goals. Assessment can help determine if you need to hire additional leaders to realize your vision for the company.
Agile Leader Framework
Our assessment process is based on extensive research that identified the skills and characteristics that differentiate the most effective leaders.
This framework was developed in partnership withRSR Partners. RSR Partners is OnPoint’s preferred executive search and board recruiting firm.
A leader’s ability to:
Inspire and influence
Foster a collaborative environment
A leader’s ability to:
Reimagine strategic direction
Propel transformation and innovation
A leader’s ability to:
Generate consistent and reliable results
Build high performing teams
Although we start with a solid research base, we understand that one size does not fit all organizations. As such, we tailor our model to better reflect the skills that lead to success in your organization or develop a custom success profile based on the unique characteristics that are critical to your business.
We utilize a variety of tools to conduct robust assessments. Rather than relying on any one strategy, our approach provides a multi-faceted profile for succession and selection.
Administer valid online leadership questionnaires to identify key leadership characteristics, preferences, and motives, as well as potential leadership “derailers.”
360° Feedback or Referencing
Conduct 360° survey and/or interviews from direct reports, peers, managers, and other stakeholders to gain a comprehensive picture of current behavior and performance.
Conduct an in-depth interview with the candidate to assess their experiences and competencies. We leverage the results from the leadership assessments during the interview to explore self-awareness.
Depending on the context, role plays, in-basket exercises, case studies, presentations, group exercises, and situational judgment tests are used as part of the assessment.
Frequently Asked Questions
Why should organizations assess leadership potential for succession?
Many organizations struggle with identifying the right people to assume leadership roles. In many cases, they’re basing their decisions on flawed criteria—making the assumption that high performing employees are the best fit for leadership roles. However, research shows that only 1 in 7 high performers have the potential to succeed in a leadership role. Our research and experience identified the three most critical capabilities high potential leaders possess. These agile leaders have the ability to connect, adapt, and deliver, making them critical to any organization’s success. There are a variety of assessments that provide organizations with a data-driven approach to measure leadership potential.
What is the deliverable from your assessment process?
After the data is collected we prepare a comprehensive report that integrates all of the information from the assessment. The report is initially reviewed with key stakeholders (e.g., the Board, the person’s manager, and the HR Business Partner) depending in the purpose of the assessment. When appropriate, we also review the results with the person being assessed to facilitate onboarding or development. In many client situations, we also prepare a Board report.
Why do we use leadership questionnaires in selection decisions?
There are several benefits:
They help increase the accuracy of the assessment process.
They help validate the findings from the interview and 360° referencing.
They produce important information about individuals that is hard to detect in an interview.
They help us assess leadership potential.
They are especially effective in providing an overview of people skills and emotional Intelligence (EQ).
What are best practices for leadership assessment?
Gain senior leader commitment and support to the process early on
Have a clear and transparent communication process
Ensure that success profile is future-focused and linked to business objectives
Use an objective, multi-dimensional assessment to process to capture robust information
Ensure a developmental focus
Measure success (both individual and group) over time